Director, Store Labor Strategy, Performance & Workforce Management

Tapestry, Inc.; United States; On-site; USD 170,000 - 185,000; Full time

Benefits offered by this job

Medical insurance

Dental insurance

Vision insurance

401 (K)

Paid Paternity and Maternity leave

Commuter Benefits

Disability insurance

Tuition assistance

Job summary

Coach, a brand within Tapestry, Inc., is seeking a Director of Store Labor Strategy, Performance & Workforce Management to own the labor model for North America. You will define labor frameworks, drive ROI thinking, and partner with Finance and Retail Operations to align staffing with sales goals.

You will lead day-to-hour level analysis, governance of labor rules in WFM platforms, and continuous improvements across the fleet, across channels and formats.

Qualifications

• 10+ years in retail labor planning, workforce management, or related operational and financial roles.
• Proficiency with Excel; experience with demand-driven scheduling platforms.
• Strong analytical capability; ability to run pilots with statistical credibility.

Responsibilities

• Own the business framework for store labor across the North America fleet.
• Define and maintain labor buckets and scheduling rules with clear guardrails.
• Develop ROI frameworks to evaluate labor as an investment, not just a cost.
• Partner with Finance and Retail Operations to align labor planning with sales forecasts and payroll targets.
• Monitor labor execution from planned to actual selling coverage and drive improvements.

Skills

Retail labor planning

Workforce management

Forecasting

Excel

BI tools

AI / advanced analytics

Tools

WFM platform

Job description

Coach is a global fashion house founded in New York in 1941. Inspired by the vision of Creative Director Stuart Vevers and the inclusive and courageous spirit of our hometown, we make beautiful things, crafted to last—for you to be yourself in. Coach is part of the Tapestry portfolio – a global house of brands committed to stretching what’s possible. A member of the Tapestry family, we are part of a global house of brands that has unwavering optimism and is committed to being innovative and wholly inclusive. Visit Our People page to learn more about Tapestry's commitment to equity, inclusion, and diversity.

Primary Purpose

As the Director of Store Labor Strategy, Performance & Workforce Management, you will be responsible for owning the strategy, standards, systems and execution processes that translate Coach North America’s labor investment into selling capacity, customer experience, and profitable store performance. Sitting under the Vice President of North America Finance, and partnering closely with Retail Operations, this role combines rigorous analytical insight and operational understanding, as business owner of implementing and maintaining a demand-driven labor model– and ensuring it is planned, deployed, measured and continuously improved across the North America store fleet.

Key Responsibilities

• Store Labor Strategy & Framework
  • Own the business framework for how store labor drives sales growth, customer conversion, selling effectiveness, and productivity across the fleet.
  • Define and maintain the four labor buckets — base, demand-driven, investment, and exception — establishing clear financial guardrails and decision rights for each.
  • Develop ROI frameworks that enable the organization to evaluate labor as a profit investment, not just a cost to control.
  • Partner with Finance and Retail Operations to ensure labor planning aligns with sales forecasts, payroll targets, productivity expectations, and business priorities.
  • Provide labor, productivity, and operating assumptions that inform store fleet decisions including new stores, remodels, and relocations.
• Labor Standards & Workforce Management
  • Implement and maintain a demand-driven labor model that reflects selling requirements, customer traffic patterns, operational workload, and store complexity across all channels and formats.
  • Define labor requirements across all major work roles: selling, service, cashiering, management, replenishment, receiving, visual execution, and omnichannel activity.
  • Establish and enforce the distinction between selling and non-selling labor — ensuring clear visibility into true selling capacity, TPSLH, and productivity by role.
  • Own all business rules and labor logic within the workforce management platform, including work roles, demand drivers, labor buckets, scheduling rules, forecasting inputs, and exception processes.
  • Partner with Retail Operations, Field Leadership, HR, Analytics, and Technology to keep workforce management processes accurate, scalable, and grounded in store reality.
  • Regularly recalibrate standards based on store activity, business performance, field feedback, and operational change.
• Labor Deployment, Performance & Execution Governance
  • Conduct day- and hour-level analysis to optimize labor allocation — identifying where labor is under-deployed, over-deployed, or misaligned relative to demand and opportunity.
  • Define the operating routines that translate labor standards and demand forecasts into effective store schedules, ensuring alignment across customer demand, associate availability, operational requirements, and financial guardrails.
  • Establish governance for labor exceptions, schedule overrides, incremental requests, events, and unplanned needs — creating clear decision rights and accountability at each level of the field.
  • Monitor the full labor execution chain: planned hours → scheduled hours → worked hours → actual selling coverage, and diagnose where breakdowns occur.
  • Build reporting and feedback loops that give field leaders actionable visibility into labor productivity, selling coverage, conversion performance, and payroll adherence — reporting that drives behavior, not just tracking.
  • Design and run structured labor pilots with defined hypotheses, control groups, success metrics, and invalidation criteria; translate results into model updates or scaled deployment decisions.
  • Lead continuous improvement of workforce planning, scheduling, payroll forecasting, and labor deployment processes across the fleet.
• Planning, Incentives & Cross-Functional Alignment
  • Partner with Finance, Retail Operations, HR, and Store Leadership to integrate labor requirements and productivity expectations into annual planning, forecasts, and business reviews.
  • Co‑own store‑level bonus targeting by providing labor productivity and operational performance input, ensuring incentive targets reflect store reality and drive the right behaviors.
  • Communicate labor strategy, model logic, and performance insights clearly to finance, field, and senior leadership — bridging analytical rigor with store‑level human context.

Qualifications

• Deep experience building retail labor models from raw inputs — not inheriting them; demonstrated ability to implement and maintain a demand-driven model at scale.
• Fluency in work driver architecture: selling, BOH, task, and census planning.
• Proven track record of earning trust across finance, operations, and field simultaneously.
• Demonstrated ability to run structured pilots and read results with statistical credibility.
• Proficiency with workforce management platforms and their reporting modules; hands‑on WFM platform experience at scale.
• Demonstrated experience leveraging AI or advanced analytics tools to enhance analysis, automate workflows, or improve business outcomes.
• Strong analytical capability at the day and hour level; comfort with large datasets and BI tools.
• 10+ years in retail labor planning, workforce management, or related operational and financial roles.
• Proficiency in Excel; experience with demand-driven scheduling platforms.

Salary and Benefits

Visit Tapestry, Inc. Base Pay Range $170,000.00-$185,000.00

• Medical insurance
• Dental insurance
• Vision insurance
• 401 (K)
• Paid Paternity and Maternity leave
• Commuter Benefits
• Disability insurance
• Tuition assistance

Coach is an equal opportunity and affirmative action employer and we pride ourselves on hiring and developing the best people. All employment decisions (including recruitment, hiring, promotion, compensation, transfer, training, discipline and termination) are based on the applicant’s or employee’s qualifications as they relate to the requirements of the position under consideration. These decisions are made without regard to age, sex, sexual orientation, gender identity, genetic characteristics, race, color, creed, religion, ethnicity, national origin, alienage, citizenship, disability, marital status, military status, pregnancy, or any other legally-recognized protected basis prohibited by applicable law.

Americans with Disabilities Act (ADA) Tapestry, Inc. will provide applicants and employees with reasonable accommodation for disabilities or religious beliefs. If you require reasonable accommodation to complete the application process, please contact Tapestry People Services at 1-855-566-9264 or [e-mail].

Visit Coach at www.coach.com.

Our growth is creating great opportunities! Our team is expanding, and we want to hire the most talented people we can. Continued success depends on it!

Our work experience is the combination of everything that's unique about us: our culture, our core values, our company meetings, our commitment to sustainability, our recognition programs, but most importantly, it's our people. Our employees are self-disciplined, hard working, curious, trustworthy, humble, and truthful. They make choices according to what is best for the team, they live for opportunities to collaborate and make a difference, and they make us the #1 Top Workplace in the area.

At Tapestry, we bring together the iconic brands of Coach and Kate Spade New York—uniting bold ideas, diverse voices, and boundless creativity to stretch what’s possible. Driven by dreamers and makers, we turn passion into progress. By embracing differences and pushing boundaries, we create with purpose, uplift one another, and shape a more inclusive, sustainable future—together.

Our brands spark personal and emotional connections. Our brands go beyond products—they inspire confidence, encourage self-expression, and build lasting emotional connections with consumers. Through constant innovation and deep customer insight, we anticipate where shoppers are headed and adapt to meet them with personalized, seamless experiences. Our digitally powered, unified shopping journey allows our brands to become part of people’s lives—meeting them when, where, and how they choose to shop.

Coach. is an equal opportunity and affirmative action employer and we pride ourselves on hiring and developing the best people. All employment decisions (including recruitment, hiring, promotion, compensation, transfer, training, discipline and termination) are based on the applicant’s or employee’s qualifications as they relate to the requirements of the position under consideration. These decisions are made without regard to age, sex, sexual orientation, gender identity, genetic characteristics, race, color, creed, religion, ethnicity, national origin, alienage, citizenship, disability, marital status, military status, pregnancy, or any other legally-recognized protected basis prohibited by applicable law.